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Racial harassment, job satisfaction, and intentions to remain in the military

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  • Heather Antecol

    ()

  • Deborah Cobb-Clark

    ()

Abstract

Our results indicate that two-thirds of active-duty military personnel report experiencing offensive racial behaviors in the previous 12 months, while approximately one in ten report threatening racial incidents or career-related discrimination. Racial harassment significantly increases job dissatisfaction irrespective of the form of harassment considered. Furthermore, threatening racial incidents and career-related discrimination heighten intentions to leave the military, though there is no significant effect of racially offensive behavior on the intended job change of active-duty personnel. Finally, our results point to the importance of accounting for unobserved individual- and job-specific heterogeneity when assessing the consequences of racial harassment. In particular, single-equation models result in estimated effects of racial harassment on job satisfaction and intended job change that are generally understated.

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Bibliographic Info

Article provided by Springer in its journal Journal of Population Economics.

Volume (Year): 22 (2009)
Issue (Month): 3 (July)
Pages: 713-738

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Handle: RePEc:spr:jopoec:v:22:y:2009:i:3:p:713-738

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Related research

Keywords: Job satisfaction; Racial harassment; Quits; J16; J28;

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References

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  29. Antecol, Heather & Cobb-Clark, Deborah A., 2008. "Identity and racial harassment," Journal of Economic Behavior & Organization, Elsevier, vol. 66(3-4), pages 529-557, June.
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Citations

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Cited by:
  1. Böckerman, Petri & Ilmakunnas, Pekka, 2007. "Job disamenities, job satisfaction, quit intentions, and actual separations: putting the pieces together," MPRA Paper 3245, University Library of Munich, Germany.
  2. Otrachshenko, Vladimir & Popova, Olga, 2014. "Life (dis)satisfaction and the intention to migrate: Evidence from Central and Eastern Europe," Journal of Behavioral and Experimental Economics (formerly The Journal of Socio-Economics), Elsevier, vol. 48(C), pages 40-49.
  3. Yamamura, Eiji, 2011. "Trial experience, satisfaction and incentive to bring another lawsuit: Does aspiration level influence winners and losers?," MPRA Paper 33187, University Library of Munich, Germany.
  4. Martin Gächter & David A. Savage & Benno Torgler, 2013. "Retaining the thin blue line: What shapes workers' intentions not to quit the current work environment," International Journal of Social Economics, Emerald Group Publishing, vol. 40(5), pages 479-503, May.
  5. Dustmann, Christian & Fabbri, Francesca & Preston, Ian, 2010. "Racial Harassment, Ethnic Concentration and Economic Conditions," IZA Discussion Papers 4885, Institute for the Study of Labor (IZA).
  6. Antecol, Heather & Cobb-Clark, Deborah A., 2008. "Identity and racial harassment," Journal of Economic Behavior & Organization, Elsevier, vol. 66(3-4), pages 529-557, June.
  7. Antecol, Heather & Barcus, Vanessa E. & Cobb-Clark, Deborah, 2009. "Gender-biased behavior at work: Exploring the relationship between sexual harassment and sex discrimination," Journal of Economic Psychology, Elsevier, vol. 30(5), pages 782-792, October.

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